Midterm 2009 session 4
Question No: 51 ( Marks: 5 )
Yousaf has beaten his fellow employee for which his manager has
dismissed him. Evaluate manager’s response in terms of ethical
application of power.
Answer:
No employee is supposed to get physical with any of the colleagues. Manager’s
decision was the extreme as he could have brought both employees together and
tried to know the problem between them. I see this move as an unethical act by the
manager.
Question No: 52 ( Marks: 10 )
What measures should be taken to limitize the union membership by
employees? Explain each in detail.
Answer:
Question No: 53 ( Marks: 10 )
When do organizational people indulged themselves in organizational
politics? Discuss any five factors in detail.
Answer:
Organizational politics are actions that allow people in organizations to attain
goals without going through ceremonial channels. Whether political activities help
or hurt the organization depends on whether the person’s goals are steady with
the organization’s goals. In the impartial model of organizations, people are
assumed to manage sensibly, based on clear information and well-defined goals.
There are few factors that result in political activities in an organization and are
explained as under.
1. Changes in Leadership which changes conventional associations and
The Term Paper on Supervisors And Manager Employees Organization Mrwmd
I'd give you an A, not many mistakes. Just check on a few things. ORGANIZSATION CULTUREATMRWMD: DOES IT SUPPORT THE ORGANIZSATION MISSION? Table of contents? Introduction 1. The Monterey Regional Waste Management District (MRWMD) had humble beginnings in 1951 when forward thinking county officials had a vision of a better waste management system for the Monterey Peninsula, ending the era of ...
processes can create an opportunity for increased political behavior.
2. Changes in Coordination and integration of organizational activities
used to achieve common goals can also lead to an increase in political
behavior.
3. Changes in any of the five contextual forces, i.e. environment,
technology, strategy, culture, and structure, can generate uncertainty over
resource allocation, leading to an increase in political behavior.
4. Blame & Integration. Blaming and attacking others to deflect attention
from one’s mistakes and using ingratiating behavior to gain favor are
unethical and negative types of political actions.
5. Building Relationship. People develop relationships through coalitions,
grouping, networks, and accommodating managerial linkages. Coalitions
are relationships formed over specific issues. Alliances are general
agreements of support among different individuals and groups; and
networks are broad, loose support systems. Relationship building can
either help or harm the organization.
Question No: 54 ( Marks: 10 )
In order to get advantage of each method, will it be a sensible decision to
simultaneously apply all the four methods of job evaluation?
Answer:
Four methods of Job evaluation
1. Ranking Method: Raters examine the description of each job
being evaluated and assemble the jobs according to their value
to the corporation. This technique requires a team
characteristically composed of both management and employee
delegate to arrange job in a simple rank order from uppermost
to lowest. The most noticeable restraint to the ranking method is
its utter lack of ability to be managed when there are a large
number of jobs.
2. Classification Method: A job evaluation method by which a
number of classes or ratings are defined to explain a group of
jobs is known as categorization method. The classifications are
created by identifying some common denominator skills,
knowledge, and responsibilities with the desired goal being the
The Essay on Organizations group jobs and work functions into groups
1. Chapter 7 addresses organizational structures (how organizations group jobs and work functions into groups). For example, a hospital may have hundreds or thousands of employees while a private physician’s office may have just a few employees. For the organizations below, describe which organizational structure they would likely use and why: • A small physician’s office Smaller hospitals tend to ...
criterion of a number of distinctive classes or grades of jobs.
3. Factor Comparison Method Raters need not keep the entire
job in mind as they evaluate instead, they make decisions on
separate phases, or issues, of the job. A basic fundamental
hypothesis is that there are five universal job factors: (1) Mental
Requirements (2) Skills (3) Physical Requirements (4)
Responsibilities 5) Working Conditions.
4. Point Method: Raters assign numerical values to specific job
components, and the sum of these values provides a
quantitative appraisal of a job’s relative significance. The point
method requires selection of job factors according to the nature
of the specific group of jobs being evaluated. After determining
the group of jobs to be studied, analysts conduct job analysis
and write job descriptions. Next, the analysts select and define
the factors to be used in measuring job value and which
become the standards used for the evaluation of jobs.
Education, experience, job knowledge, mental effort, physical
effort, responsibility, and working conditions are examples of
factors typically used.
2008 mid term session 1
Question No: 51 ( Marks: 5 )
Company consults its legal advisor for some legal assistance, what sort of
power that legal advisor will practice?
ANS: The legal advisor will practice the following power:
Expertise: It is a type of power which is possessed by a person due to
personal expertise and knowledge.
Using his expertise and knowledge advisor will provide legal assistance to
the company and help them to get rid of their problems.
Question No: 52 ( Marks: 10 )
Identify the measures that should be taken to make the performance
appraisal system of an organization more effective.
ANS: Effective Performance Appraisal: In order to make performance
appraisal more effective the following measures should be taken:
1. Providing training to appraiser: Before starting the appraisal it is
important that the appraiser must be trained well so that he/she does not
commit the common mistakes of performance appraisal.
The Term Paper on Understand The Attributes Of Effective Team Performance
1.1 Define the key features of effective performance. To have a team that works well and is effective you need to have strong individuals who will work well together, a mix of different people with different strengths would be a good choice, but all would need to have some basic team working skills these include the ability to support each other, have the same goals, communicate effectively, be ...
2. Ensuring mistakes are not made during appraisal: An effective
appraisal system is free of errors and appraiser carries appraisal well.
3. Proper methods are used: A proper method to carry performance
appraisal should be adopted to make it effective.
4. Clear objectives: It should be clear in appraiser’s mind that what should
be evaluated and for what reason he/she is being evaluated.
Question No: 53 ( Marks: 10 )
Being a manager how can you make the performance appraisal system of
your organization legally defensible?
ANS: Being a manager I can make my performance appraisal system legally
defensible by
Question No: 54 ( Marks: 10 )
Identify the methods that can be adopted to maximize the effectiveness of
learning.
ANS: Maximize Effectiveness of Learning:
To maximize the effectiveness of learning the following
methods (learning principles) should be adopted:
1. Participation: Learning is only effective when the learners participate in
the learning process. So such conditions should be provided to learners
so that they participate in the learning process.
2. Repetition: An important aspect to enhance learning is repetition that is
given the learner the opportunity to practice what he is being taught.
3. Relevance: Learning must be problem centered rather than content
centered. People should be trained when there is some deficiency in them
and the learning is solving that problem.
4. Transference: Learning is no effective if it is not transferred to actual
workplace so that trainees should apply what they have learned the skills
and knowledge to workplace to increase their productivity. So it should be
ensured that transfer of learning takes place.
5. Feedback: Feedback of performance is necessary for learning. Feedback
helps employees to improve their performance.
Mid term 2008 session 2
The Essay on HR Employee Development & Workplace Learning
Human resource development and knowledge is extremely essential for the success of an organization because HRD reflects upon the objectives and goals of the business which can be achieved through proper human resource planning and management activities and also through implementing the most effective human resource learning theories such as behaviorism theory and situated theory of learning which ...
Question No: 41 (Marks: 10)
Explain the following terms:
Personality
Perception
Attitude
Values
Ethics
ANSWER:
PERSONALITY: Personality is a combination of psychological traits that describes a
person.
PERCEPTION: Perception is the mental process to pay attention selectively to some
stimuli in the environment.
ATTITUDE: Attitude comprises of feelings, beliefs and behaviors.
VALUES: Values are the basic conviction about what is right and wrong.
ETHICS: Ethics are the rules and principles that tell what is right and wrong.
Question No: 41 (Marks: 10)
Explain the following terms:
Personality
Perception
Attitude
Values
Ethics
ANSWER:
PERSONALITY: Personality is a combination of psychological traits that describes a
person.
PERCEPTION: Perception is the mental process to pay attention selectively to some
stimuli in the environment.
ATTITUDE: Attitude comprises of feelings, beliefs and behaviors.
VALUES: Values are the basic conviction about what is right and wrong.
ETHICS: Ethics are the rules and principles that tell what is right and wrong.
5 papers repeated Question No: 41 (Marks: 10)
Question No: 41 ( Marks: 10 )
Your company is going to launch a new product. For this purpose you have formed
a team within an organization. The performance of team is decreasing day by day.
1. State reasons why team is not performing well?
2. What steps you should take to resolve this problem?
1. Some of Reasons why Team not perform up to mark
• The team lacks purpose or vision
• Process of work of team are not organized properly or not clear
• No shared leadership
• Not sharing job knowledge
• Team members have less authority to take action
• Poor leadership in motivation of members
2. Steps to resolve problems
• Will transmit the vision and goal of team to my team
• Will offer training to members if required
• Will try to develop constant learning experience.
• Will try to introduce reward system as team.
The Report on Ethiopian Law Regarding Business Organizations: Analysis on Selected Questions
Ethiopian Law Regarding Business Organizations: Analysis on Selected Questions Business Law By: Aklilu Gebretsadik Addis Ababa University School of Commerce Department of Marketing Management Feb. 1, 2013 Addis Ababa 1, Mention in detail, at least ten essential, points which must be included in partnership agreement. Answer The 1960 Commercial Code of Ethiopia states the following to be included ...
• individuals must be able to communicate openly
• will try that member should give lower priority on personal goals
• will work more effectively with members
• will involve team members in decision making
How hesitation among newly hired employees can be eliminated through
socialization within an organization?
Socialization: In order to reduce the anxiety that new employees may
experience, attempts should be made
to integrate the person into the informal organization.
HRM department can conduct the orientation in order to socialize
the newly hired employees with the working environment of the organization.
HRM plays
a major role in new employee orientation-the role of coordination, which ensures
that the
appropriate components are in place. In addition HRM also serves as a
participant in
program. As job offers are made and accepted, HRM should instruct the new
employee
when to report to work. However, before the employee formally arrives, HRM
must be
prepared to handle some of the more routine needs of these individuals.
Question No: 41 ( Marks: 10 )
How hesitation among newly hired employees can be eliminated through
socialization within an organization?
Socialization: In order to reduce the anxiety that new employees may
experience, attempts should be made
to integrate the person into the informal organization.
HRM department can conduct the orientation in order to socialize
the newly hired employees with the working environment of the organization.
HRM plays
a major role in new employee orientation-the role of coordination, which ensures
that the
appropriate components are in place. In addition HRM also serves as a
participant in
program. As job offers are made and accepted, HRM should instruct the new
employee
when to report to work. However, before the employee formally arrives, HRM
must be
prepared to handle some of the more routine needs of these individuals.
Question No: 41 ( Marks: 10 )
The Essay on Employee Development And Training
SMC is currently faced with some challenges that will determine whether or not the organization will succeed or fall short of its goals. Taking into consideration the demand for SMC's product increase, a workforce where fifty percent of the employees are bilingual, and our need to globalize and diversify our organization, the company's employee development and training department must step forward ...
How hesitation among newly hired employees can be eliminated through
socialization within an organization?
Socialization: In order to reduce the anxiety that new employees may
experience, attempts should be made
to integrate the person into the informal organization.
HRM department can conduct the orientation in order to socialize
the newly hired employees with the working environment of the organization.
HRM plays
a major role in new employee orientation-the role of coordination, which ensures
that the
appropriate components are in place. In addition HRM also serves as a
participant in
program. As job offers are made and accepted, HRM should instruct the new
employee
when to report to work. However, before the employee formally arrives, HRM
must be
prepared to handle some of the more routine needs of these individuals.
Mid 2009 session 1
Question No: 41 ( Marks: 10 )
There are several sources that can identify the training needs. List &
explain any five of such sources.
Answer:
• Context Analysis.
• An analysis of the business needs or other reasons the training is desired. The
important questions being answered by this analysis are who decided that training should
be conducted, why a training program is seen as the recommended solution to a business
problem, what the history of the organization has been with regard to employee training
and other management interventions.
• User Analysis.
• Analysis dealing with potential participants and instructors involved in the
process. The important questions being answered by this analysis are who will receive the
training and their level of existing knowledge on the subject, what is their learning style,
and who will conduct the training.
• Work analysis.
• Analysis of the tasks being performed. This is an analysis of the job and the
requirements for performing the work. Also known as a task analysis or job analysis, this
analysis seeks to specify the main duties and skill level required. This helps ensure that
the training which is developed will include relevant links to the content of the job.
• Content Analysis.
• Analysis of documents, laws, procedures used on the job. This analysis answers
questions about what knowledge or information is used on this job. This information
comes from manuals, documents, or regulations. It is important that the content of the
training does not conflict or contradict job requirements. An experienced worker can
assist (as a subject matter expert) in determining the appropriate content.
• Training Suitability Analysis.
• Analysis of whether training is the desired solution. Training is one of several
solutions to employment problems. However, it may not always be the best solution. It is
important to determine if training will be effective in its usage.
• Cost-Benefit Analysis.
• Analysis of the return on investment (ROI) of training. Effective training results
in a return of value to the organization that is greater than the initial investment to
produce or administer the training.
Your company is going to launch a new product. For this purpose you have formed a team within
an organization. The performance of team is decreasing day by day.
1. State reasons why team is not performing well?
2. What steps you should take to resolve this problem?
Spring 2009
MGT501- Human Resource Management (Session – 1)
Question No: 41 ( Marks: 10 )
What measures can be taken by the employer to prevent negligent hiring? Explain in
detail.
Answer:-
Tips on How to Avoid Negligent Hiring Lawsuits
In these tough economic times companies may be thinking about saving time and money by
cutting back on their employee screening programs. This would be a big mistake! If you hire a
dangerous or unfit person without doing proper “due diligence” and harm occurs, you are opening
yourself up to a negligent hiring lawsuit.
Here are several tips to help you avoid a negligent hiring lawsuit :
1. Create a Program
Create an employee screening program for your company. This program should document
employee screening policies and procedures for each position in the organization.
2. Train to Ensure Hiring Managers Follow the Program
Train all hiring managers on the employee screening policies and procedures. Document this
training.
3. Audit Employee Screening Program
Create an audit procedure to make sure the employee screening program is being followed
throughout the organization. Document this procedure.
4. Ensure FCRA Compliance
If you are using a third party employee screening service make sure they are in compliance with
the Fair Credit Reporting Act (FCRA).
(OR)
Answer 2:
There are quite a few different measures that can be taken to ensure that a firm hires the best
possible candidates for open positions. I suggest using Google to search for “best hiring
practices.”
Here are a few such practices:
• Write a good job description that will attract the kinds of candidates you need.
• Have professionals from the relevant department (rather than from HR) have the most
contact with the candidate.
• Give the candidate as much information about your firm as possible before the job
interview. This allows the candidate to talk more knowledgably and relevantly about your
firm and his/her fit with your needs.
• Interview in a way that lets your candidates show their skills instead of just talking about
them.
Fall 2008
MGT501- Human Resource Management (Session – 2)
Question No: 41 (Marks: 10)
Explain the following terms:
Personality
Perception
Attitude
Values
Ethics
Designing special compensation packages for female employees
HR Generalists:
Generalists are people who perform tasks in a wide variety of human resource-related
areas. The generalist is
involved in several, or all, of the human resource management
Question No: 41 ( Marks: 10 )
In an organization a new HRIS system has been installed, discuss:
a) What expertise an HR manager must posses regarding
systems
& databases to utilize HRIS effectively?
b) What expertise is not necessarily needed in this case?
Question No: 51 ( Marks: 5 )
Company consults its legal advisor for some
legal
assistance, what sort of power that legal advisor
will practice?
ANS: The legal advisor will practice the following
power:
Expertise: It is a type of power which is
possessed by a person due to personal expertise and
knowledge.
Using his expertise and knowledge advisor will
provide legal assistance to the company and help
them
to get rid of their problems.
Question No: 52 ( Marks: 10 )
Identify the measures that should be taken to
make
the performance appraisal system of an
organization more effective.
ANS: Effective Performance Appraisal: In order
to
http://vustudents.ning.com
make performance appraisal more effective the
following measures should be taken:
1. Providing training to appraiser: Before
starting the appraisal it is important that the
appraiser must be trained well so that he/she
does not commit the common mistakes of
performance appraisal.
2. Ensuring mistakes are not made during
appraisal: An effective appraisal system is
free of errors and appraiser carries appraisal
well.
3. Proper methods are used: A proper method
to carry performance appraisal should be
adopted to make it effective.
4. Clear objectives: It should be clear in
appraiser’s mind that what should be evaluated
and for what reason he/she is being evaluated.
Being a manager how can you make the
performance appraisal system of your
organization
legally defensible? http://vustudents.ning.com
Identify the methods that can be adopted to
maximize the effectiveness of learning.
ANS: Maximize Effectiveness of Learning:
To maximize the
effectiveness of learning the following methods
(learning principles) should be adopted:
1. Participation: Learning is only effective
when the learners participate in the learning
process. So such conditions should be
provided to learners so that they participate in
the learning process.
http://vustudents.ning.com
2. Repetition: An important aspect to enhance
learning is repetition that is given the learner
the opportunity to practice what he is being
taught.
3. Relevance: Learning must be problem
centered rather than content centered. People
should be trained when there is some
deficiency in them and the learning is solving
that problem.
4. Transference: Learning is no effective if it is
not transferred to actual workplace so that
trainees should apply what they have learned
the skills and knowledge to workplace to
increase their productivity. So it should be
ensured that transfer of learning takes place.
5. Feedback: Feedback of performance is
necessary for learning. Feedback helps
employees to improve their performance.
While downsizing, organizations sometimes
reduce
the number of its employees by offering early
retirements because:
HR requirement is less than existing number of
employees
HR requirement is greater than the existing
number of employees
Company’s cost in terms of employee
compensation can be saved
Yousaf has beaten his fellow employee for which
his manager has dismissed him. Evaluate
manager’s response in terms of ethical
application
of power.
Answer:
No employee is supposed to get physical with any
of
the colleagues. Manager’s decision was the
extreme
as he could have brought both employees
together
and tried to know the problem between them. I
see
this move as an unethical act by the manager.
What measures should be taken to limitize the
union membership by employees? Explain each
in
detail.
Answer:
When do organizational people indulged
themselves in organizational politics? Discuss
any
five factors in detail.
Answer:
Organizational politics are actions that allow people
in
organizations to attain goals without going through
ceremonial channels. Whether political activities
help
or hurt the organization depends on whether the
person’s goals are steady with the organization’s
goals.
In the impartial model of organizations, people are
http://vustudents.ning.com
assumed to manage sensibly, based on clear
information and well-defined goals.
There are few factors that result in political
activities
in an organization and are explained as under.
http://vustudents.ning.com
1. Changes in Leadership which changes
conventional associations and processes can
create an opportunity for increased political
behavior.
2. Changes in Coordination and integration of
organizational activities used to achieve
common goals can also lead to an increase in
political behavior.
3. Changes in any of the five contextual forces,
i.e. environment, technology, strategy, culture,
and structure, can generate uncertainty over
resource allocation, leading to an increase in
political behavior.
4. Blame & Integration. Blaming and attacking
others to deflect attention from one’s mistakes
and using ingratiating behavior to gain favor
are unethical and negative types of political
actions.
5. Building Relationship . People develop
relationships through coalitions, grouping,
networks, and accommodating managerial
linkages. Coalitions are relationships formed
over specific issues. Alliances are general
agreements of support among different
individuals and groups; and networks are
broad, loose support systems. Relationship
http://vustudents.ning.com
building can either help or harm the
organization.
In order to get advantage of each method, will it
be
a sensible decision to simultaneously apply all
the
four methods of job evaluation?
Answer:
Four methods of Job evaluation
1. Ranking Method: Raters
examine the description of each
job being evaluated and assemble
the jobs according to their value
to the corporation. This technique
requires a team characteristically
composed of both management
and employee delegate to arrange
job in a simple rank order from
uppermost to lowest. The most
noticeable restraint to the ranking
method is its utter lack of ability
to be managed when there are a
large number of jobs.
2. Classification Method: A job
evaluation method by which a
number of classes or ratings are
defined to explain a group of jobs
is known as categorization
method. The classifications are
created by identifying some
common denominator skills,
knowledge, and responsibilities
with the desired goal being the
http://vustudents.ning.com
criterion of a number of
distinctive classes or grades of
jobs.
3. Factor Comparison Method
Raters need not keep the entire
job in mind as they evaluate
instead, they make decisions on
separate phases, or issues, of the
job. A basic fundamental
hypothesis is that there are five
universal job factors: (1) Mental
Requirements (2) Skills (3)
Physical Requirements (4)
Responsibilities 5) Working
Conditions.
4. Point Method: Raters assign
numerical values to specific job
components, and the sum of these
values provides a quantitative
appraisal of a job’s relative
significance. The point method
requires selection of job factors
according to the nature of the
specific group of jobs being
evaluated. After determining the
group of jobs to be studied,
analysts conduct job analysis and
write job descriptions. Next, the
analysts select and define the
factors to be used in measuring
job value and which become the
http://vustudents.ning.com
standards used for the evaluation
of jobs. Education, experience,
job knowledge, mental effort,
physical effort, responsibility, and
working conditions are examples
of factors typically used.
Question No: 51 ( Marks: 5 )
What are the criteria that make the leaders &
managers similar to each other?
There are some points by which leaders and
managers
become similar to each others.
1. Both leader and manager interact and motivate
their
http://vustudents.ning.com
subordinates.
2. Both leader and manager have power over their
subordinates.
3. Leaders work for achieving the desire strategic
goals
while managers also work for getting their goals.
4. Both works in organizations. Both are
responsible
for their subordinates and people.
Question No: 52 (Marks: 10)
Leaders should be selected by the respective followers or must be imposed by the policy makers? In your opinion which could be the better option? Elaborate in detail by explaining the pros & cons of both the situations.
Leaders are selected by the respective followers because as we know that best leaders are selected by the people who want him. The good leader is that who leads his followers. So his people will follow him. But if a leader is selected by policy makers, may be this leader will not be able to motivate and guide his people. Because there is no opinion taken from people in selection of this leader. We will take a real example from today’s life. For example, if we select a leader in elections on High majority, we will be happy from that leader. But if some party has select a leader without the knowledge of people. That will be not a good opinion. I think that the first sentence will be correct in my view.
Question No: 53 ( Marks: 10 )
A warehouse of a company caught fire, a labor named Iftikhar had voluntarily took steps to extinguish the fire. For this act of bravery, company’s management awarded him with the ‘medal of bravery’. In the light of Maslow’s Need Theory, how will you evaluate this reward Offered by company to appreciate & keep Iftikhar motivated?
According to Maslow’s Need Theory, money can motivate an employee. But here the company awarded Mr iftikhar a Medal. So iftikhar will try to work More hard for getting cash award to fulfill his lower needs. If for example iftikhar gets money awards on his performance, he will try to fulfill his higher needs. For this he will do some special work to inspire its managers.
Question No: 54 ( Marks: 10 )
How can managers reinforce positive behaviors among their employees through non-monetary incentive? Support your answer by providing any practical example of such practices adopted in various organizations.
In organizations, managers can motivate positive behaviors among their employee through some non monetary incentives. By which all employees will be neutrally work and motivated. Manager should provide non-monetary rewards to their employees. For example, Employee must have a pleasant working environment, so they will enjoy their work with good performance. Also their behavior will be positive. They should be trained in a good way. Social security is also a right of employees. Managers should provide disability insurance, medical, and
Question No: 51 ( Marks: 5 )
Parveez was asked for the explanation of his frequent leaves in a month. The justification he made was his illness but he was unable to provide any medical prescription to prove his illness.
Does management accept his excuse? Justify.
